Client Resources

If you’re an employer, navigating the labor market can be challenging. But at Johnson Search Group, we are here to simplify things. Here is a collection of hiring process recommendations, overviews of the current landscape of the labor market, industry news, and much more. At Johnson Search Group, we work hard, we work together, and we work for you.

Engaging with Passive Candidates

Engaging with Passive Candidates

Recruiting the right talent for your institution can be tricky! The days are long gone where you can post a job and hope that the right candidate will come along and apply. As a recruiter, passive candidates are highly desirable. They’re likely content with their job and probably not interviewing elsewhere, thus, I don’t have to compete with other employers and opportunities. It’s my job to reach out to the passive candidates, engage in a conversation, and see if I generate any interest in the opportunity I am recruiting for.

Therefore, to engage with these candidates, you must understand what they want. According to JobVite, money is the number one reason why a passive candidate would become an active candidate. Work-life with work/life balance a close second, followed by upward mobility and feeling challenged by their work. So, if your hiring team is looking to broaden your candidate pool, here are some ways to effectively engage with passive candidates.

Listen intently

When I get on the phone with a passive candidate, it’s my job to “sell” them on the position that I am recruiting for and at least try to have a conversation with them about it. You can uncover a lot of information just by listening to what the candidates are saying and any pain points they could reveal in the conversation.

Be persistent, not pushy

If you’re overselling the role, it can come across to candidates as disingenuous or even misleading. However, if you’ve identified a prospective candidate and you haven’t been successful at getting in touch, try other methods. If you’ve left messages for them with no returned calls, try emailing. Or if they have a LinkedIn, send a message on there. LinkedIn is a great way to network with passive candidates!

Ask for referrals!

Also, if a passive candidate you’re pursuing has no interest, chances are they know someone with a similar skill-set. Ask if they happen to know anyone that would be interested. For tough-to-fill positions, I sometimes offer a referral bonus for recommendations that receive a job offer.

Need help identifying passive candidates?

Hopefully, this will help you in your conversations with passive candidates when you’re not seeing applicants with the right skill-set.

If you’re looking for passive candidates, recruiters are a great way to leverage these conversations! My team at JSG has an extensive network of passive candidates looking for the right opportunity to make a move. So, reach out to us today, and let us expand your candidate pool.

Why You Should Partner With JSG To Find Your Next Employee

Why You Should Partner With JSG To Find Your Next Employee

There’s no doubt that it has been a rollercoaster of a year. With everything that has occurred, your department leaders are probably being pulled in a million different directions. This, combined with the pressure to ramp up business back to “normal,” leaves little room for hiring. And while the candidate market is busting at the seams, that does not mean it’s easy to secure the employee you need.

In an over-saturated market, the best candidates are buried under thousands that just aren’t quite the right fit. Additionally, the employee you need to take your team to the next level may still be employed with a competitor, just waiting for the right opportunity to make a stable move. Today we’ll break down a few of our biggest industries and the benefits of partnering with a recruiter, no matter which one you’re in.

Banking

As bonus season comes and goes in the banking world, many professionals are left wondering if they are with the right firm. It’s the perfect time for them to make a change. However, most banking professionals conduct very private searches so as not to tip off their current employer. Many exclusively partner with a recruiting firm like Johnson Search Group to find their next job so that we can ensure they get the right salary in the right location at the right time. A great example of this is our recent placement of a VP of HR at a local bank. This quick hire fulfilled our candidate’s need for growth and our client’s need for employee direction and support.

Healthcare

The healthcare industry was turned completely upside down last year. As a result, priorities for many organizations changed dramatically. Now that things in healthcare are stabilizing, many leaders are trying to pick up the pieces. There’s now room to focus on growth and future security. On top of it, many of your employees may have experienced severe burnout during 2020. This makes it a great time to add to your team and offload some of their burdens. However, budgets are tight, and you can’t afford a bad hire. A professional firm like Johnson Search Group can help you avoid costly mistakes, make quick hires, and ensure you’re hiring the right fit for your team. Recently, we placed a CFO with a rural hospital, allowing them to fill an essential need while continuing business as usual.

Mining & Manufacturing

As the mining and manufacturing industries pick back up, many companies are looking to fill leadership positions. Additionally, mid-level positions at large established companies are opening, such as maintenance, production, and other skilled-trades professionals. If your organization is still testing the post-pandemic waters, contract staffing is the perfect solution. At Johnson Search Group, we offer flexible, custom contract options that will fit your company’s needs. You decide the length of the contract, and if they are a great fit, we can help you can convert them into permanent employees. Then, we’ll help you negotiate a competitive rate to secure the best on the market.

Information Technology

The online and virtual aspect of most businesses has absolutely exploded recently. While this enables your company to stay connected even while far apart, it also exposes you to a whole new world of technological risk. Your best bet is to tackle these risks head-on and protect your data by partnering with IT experts. At Johnson Search Group, we offer IT solutions in both staffing and consulting. Whether you need to add to your current IT team or you’re looking to outsource your needs to a fully-staffed team of experts, we have options for you. No matter what, we will help you find an IT professional who fits not only the hard skills required but also the company culture and customer-centric mindset.

Ready to partner with JSG to find your next employee?

As you can see, people are hiring. Some of the roles we’re currently recruiting for include ControllerPatient Care ManagerQuality Control SupervisorVP Sr. Compliance Officer, and Director of IT Services. If you’re looking to fill positions like these, give us a call. We can talk through a custom staffing strategy based on your needs, budget, and location.

Staffing Lessons from the Trenches

Staffing Lessons from the Trenches

I decided to do something different. At Johnson Search Group, we regularly write blogs to share our industry insight and knowledge regarding the recruiting world. I did some thinking, and I want to take a few moments to share some of the lessons I learned in the past month. These lessons will hopefully either help you with your hiring strategy or aid you in your job search. Here are this month’s staffing lessons.

When you can’t decide between two candidates

The first staffing lesson this month: You have two great candidates, and you are going crazy trying to figure out which one is the most qualified and best fit for your organization. After all, you are looking for a candidate who will make the most significant impact on your team. Which one fits best? What if they are both great? Ugh, then you may find yourself stuck in a tricky situation.

In this instance, you really must give it lots of thought. Once you have made your decision and your present the offer letter, do not set your runner up free. Instead, give your top candidate an offer letter with a five-day timer on it. Five days is more than enough time for someone to make their decision (especially after going through a lengthy interview process).

It is easy to assume that once completing the entire hiring process, your top candidate will be excited and ready to go! But did you work with a recruiter and triple-check they are within your budget? Did you figure out from day one what they were looking for as far as relocation? Did they follow up their interview with a thank-you email that conveys their excitement for the opportunity? I find that when candidates send me a thank-you email to forward off to my clients, they are very enthusiastic about the opportunity and are appreciative of the hiring team’s time, which says a lot about them as a person and a candidate.

The deal’s not over until it’s done

So, when you find yourself with two stellar candidates, and there is a smidge of uncertainty, never let number two go until the offer letter is signed and the start date set. We all know things happen during the hiring process. When you have worked so hard yourself to find someone awesome to add to your team, I highly suggest you do not turn them away until you are a hundred percent certain the deal is done.

Time kills all deals

The next staffing lesson of the month is time kills all deals, one of the most crucial phrases in the staffing industry. When you have a recruiter send you a candidate that is actively on the market, you must act with lightning speed. If you have any interest in the candidate, you have to promptly move if you do not want to lose a great talent—the more efficient your hiring process, the better for both your organization and your talent pool. The market is quickly taking off, and if you don’t act fast, you will be missing out on the best candidates out there.

So, those are my staffing lessons from the trenches this month. If your team is looking to add some strong candidates to your organization, partner with me today. I have a great understanding of the healthcare and staffing industry, and I am ready to find you the right candidates for your organization. Reach out to me today, and let’s work together!

To understand the effectiveness of your hiring efforts, analyze the following three metrics for a successful recruitment strategy.

How to Analyze Your Recruitment Strategy

Did you know that 75% of workers are passive job seekers? This statistic gives companies a massive advantage in leveraging their recruitment strategy to attract those passive candidates to their organizations. If you’re unsure how to measure your recruitment strategy’s success or feel like something is lacking, you are not alone. To understand the effectiveness of your hiring efforts, analyze the following three metrics for a successful recruitment strategy.

Time to fill

Your time to fill ratio is how many days it takes for the job to be filled from start to finish. The national average for time to fill is 42 days. However, according to ERE Media, top candidates are off the market within ten days. Your hiring process should go as quickly and seamlessly as possible to attract these high-caliber candidates. You risk the chance of the candidate accepting an offer with another organization with a more efficient process. Or, if your approach is too slow, the candidate may become impatient and change their mind about the opportunity. Keep in mind that time kills all deals.

Employee retention

The national average turnover for all industries is 17.8%. While some industries have higher turnover than others, this is a good benchmark to use when calculating your own. To do this, select a period, say one year. Calculate the average number of employees during that year. Once you have that figure, divide the total number of separations by the average number of employees over that period. Then, multiply your result by 100 to turn it into a percentage, and voila, you have your employee retention rate. If your rate is significantly below the average, you may need to take a closer look at your recruitment strategy.

Acceptance ratio

Your company’s acceptance ratio is the number of accepted offers compared to the number of offers presented. According to the NACE, the national average is 66%. If your recruitment strategy is less than that, there may be a common denominator why candidates are not accepting the offers you’re giving. Questions to consider while looking at your acceptance ratio are:

  • Am I competitive in salary and benefits?
  • Did the hiring process take too long?
  • Was it a misfit in culture?

These are just a few of the reasons why candidates turn the job down. So, it’s essential to try and identify any internal factors that may be driving candidates away.

Using an external recruiter can help with any of these factors. My team at Johnson Search Group takes the time to understand your hiring process and recruitment strategy. Working with a recruiter can help you move the candidate through the process quickly. We keep our candidates interested in the opportunity by clear, continual communication and understand their motives for a job change. To assess a candidate’s skill set and organizational fit, we thoroughly vet each of them before presenting them to you.

Give us a call to discuss your hiring strategy and how we might be able to help you!

How To Secure Talent In A Competitive Market

How To Secure Talent In A Competitive Market

In such a competitive candidate market, many companies are losing great candidates to competition. With business being so hot and candidates ready to make a move, they have a considerable amount of options! As a result, frustrated hiring managers are coming to me asking questions like, “how can I secure experienced talent that is ready to commit to my team?”

It’s definitely a difficult market right now, particularly in areas like the mortgage industry. However, no matter what space you’re in, securing the right talent is imperative. This is where I can help! Candidates need to see the whole picture when deciding to work for you over your competitor.

Sell Your Value

Do you offer an excellent benefits package, work-life balance, a competitive salary, a family-like atmosphere? Or maybe your management team genuinely cares and wants to help individuals grow. Whatever your most significant selling points are, I, as your recruiter, can help convey that to your strongest prospects. I find out what is driving a candidate to consider making a change in the first place. Then, I share how your position meets those criteria and all the other benefits of working for your company. I will also be upfront with you. When I get the feeling a candidate will not be on the market for much longer, I’ll be honest with you and advise you to move as quickly as possible.

If you have recently found yourself missing out on great candidates because the market is just so competitive right now, give me a call. Let’s have a conversation about how I can help you secure the right talent for your team, rather than losing another great employee to a competitor.

Why Partner with A Recruiting Firm to Hire Your IT Talent

Why Partner with A Recruiting Firm to Hire Your IT Talent

Software and IT engineering is an area with a talent shortage, and there are more open positions than there are good people to fill them. With such a deficit, it may be worth looking into partnering with an IT recruiting firm. If your healthcare organization is looking to add top IT talent to your team this year, here are some excellent reasons to partner with a professional recruiting firm.

Access To Talent Networks

One of the advantages of working with an IT recruiting firm, like JSG, is the additional talent pool our clients gain. We have some of the best candidates on the market, and they are exclusively working with us. In other words, these are candidates that they won’t find anywhere else. We have decades of experience building up our talent pool through networking, referrals, and direct daily contact with candidates.

Industry and Market Knowledge

Recruiters have inside knowledge and experience regarding salary ranges, local market trends, and changes. This expertise allows us to assist in your hiring process by providing your team with the guidance and insight you’ll need to hire quality talent.

The opportunity to “try before you buy”

Figuring out if a candidate will be a good fit can be complicated by just doing an interview. Some candidates can look great on paper but not work out once they come on board. However, using a recruiting firm that offers contract-to-hire and permanent hire solutions allows you to see the employees’ work and experience first-hand. If they are a good fit, you have the option to hire them after their contract assignment. And if they aren’t, both parties can part ways with less hassle.

Need help sourcing IT talent?

These are a few of the many reasons why it can be beneficial to partner with a recruiting firm to hire your IT talent. If your team is ready to expand your talent pool, reach out to us today. At JSG, we have an extensive group of IT professionals ready to work for an exceptional company like yours. Or, if outsourcing portions or all of your IT activities makes more sense for your company, we have a suite of IT consulting services. We can customize a set of activities that meet your company’s specific needs. Reach out to us today, and let’s work together!

Contract Staffing in the Post-Pandemic Workforce

Contract Staffing in the Post-Pandemic Workforce

It is safe to say that the world has changed both in our personal and work lives. Being able to adapt to change is the key to surviving the unknown. So, as a career professional, what do you do when life throws you those lemons? That’s right! You make lemonade.

Old myths about contract staffing

Typically, there are two types of professionals: those that join a company for a full-time job – with benefits and perks, and contractors. For professionals who have never worked as a contractor, the thought could be daunting and may seem like a step backward. We are programmed by society to believe that the only way to get ahead is to find a company, settle in, and in the past, retire. But that mindset is dated. Retiring these days from a company after 30 years is not realistic, which brings us to the plethora of benefits from contract staffing.

Companies benefit, too!

Like job seekers, companies can benefit highly from partnering with a contract staffing agency, such as JSG. As a company, you can leverage talent in your Finance and IT Departments and more! Companies in the past have opted to hire people on a contract basis for short-term projects, interim situations, or to cover someone who may be on a leave of absence. Hiring an employee on a contract basis allows both the employer and the employee to decide if they are going to “click.” Contract staffing solutions are ideal for the company, especially as employers ramp up their hiring efforts.

Recently unemployed?

It is competitive out there! Johnson Search Group has put many people to work on a contract basis, and we can help you find a new opportunity. One of the best parts about contract opportunities is that they can transition into a full-time position! Don’t narrow your job search to just direct hire opportunities! Reach out to a JSG recruiter and let them know your situation. Contract positions can offer great pay, solid benefits, and can convert into a permanent role! If you ignore contract staffing, you may miss out on a fantastic job opportunity.

Ready to get started with contract staffing?

So whether you are a company needing a staffing solution or a job seeker, Johnson Search Group is the staffing firm to call! We cover many industries and have 30 offices across North America. Our professional recruiters will help you navigate your situation and suggest the best staffing scenario for your career.  

How To Hire The Right IT Professionals For Your Team

How To Hire The Right IT Professionals For Your Team

Did you know that as a recruiter who works exclusively with banks and credit unions, I can help you find the right talent for key IT positions? IT truly keeps infrastructure going at banks and credit unions. A strong tech team makes a significant impact on how smoothly your day-to-day processes run. Additionally, they help you stay a step ahead of security, which is essential in today’s modern business environment. Not to mention, I think everyone can agree how crucial it is to have kind and thoughtful IT folks around during any acquisition or merger. This is why it is essential to hire experienced IT professionals that are also the “right” talent for your team. Finding candidates that fit the hard skills required and a culture fit with a customer-centric mindset can be challenging.

How We Can Help You Hire The Right IT Professionals

This is where I come in. I do that leg work for you, bringing highly skilled, qualified, kind, and caring IT professionals to the table. Some may have a background in the financial industry, and others might not. But I guarantee that anyone I submit will be qualified and excited to work at your financial institution. My team and I submit only the best candidates on the market, and we employ specific strategies to find exactly what you’re looking for.

So, if you need experienced, qualified, and caring IT staff who will fit into your organization’s culture, let’s have a conversation. I want to learn the ins and outs of your team. I want to uncover precisely what you’re looking for in a candidate. Then, I will deliver a hire who brings the right experience and will be passionate about working for your team. Our goal is to help you hire long-term employees who love working for you!

A Recruiter Is Only As Good As Their Tool Belt

A Recruiter Is Only As Good As The Tools They Use

I recently joined a few networking groups for recruiters. I couldn’t believe the tools (or lack thereof) that other recruiters are utilizing to find your next potential employee. Yes, as recruiters, our job is to bring you the best fit for your needs, but how can we find them if we’re not using the best tools available in the industry? So, take a good look at the recruiting team you’re partnering with and dig deep to uncover how they are sourcing candidates.

When you implement the best tools, you can find anything. For example, with the tools I use to recruit, I could probably find your favorite singer’s business manager’s direct contact information. When people ask, “how did you get my information?” It’s an easy answer: it’s my job! I am a recruiter, which means that I am one heck of a detective too! It’s all in the software. Here at Johnson Search Group, we are selective with the tools that we invest in. We utilize only the best to find our clients the exact candidates they’re looking for.

How We Use Recruiting Tools

When you partner with my team, we have the tools to find you the best candidates (even if they aren’t actively looking for a new job). Next, understand that this is just the start! A recruiter can invest in all the right tools and still miss the mark in discovering your “golden unicorn.” With over 35 years in business, we have perfected our vetting skills and personality gauges. In fact, we have this down to such a science that we know from the first 12 seconds of the call if a candidate would be a good fit and add value to your organization!

So when you have a critical need, call me at Johnson Search Group. I have the best tools on the market. And I will not only put them to work for you and your organization, I will put my whole heart into it too.

Hiring Outlook For 2021

Hiring Outlook For 2021

As we kick off a new year, along comes a new hiring outlook. 2021 brings a lot of trepidation for businesses, but also optimism for what is to come. And coincidentally, there is a lot of good news on the horizon! Here is a quick hiring outlook for 2021 from our recruiting team.

Continued Remote Hiring

Last year saw the introduction of a huge spike in remote hiring practices. 71% of businesses have integrated some degree of remote hiring methods. As a result, according to a survey from CareerPlug, these remote hiring practices are here to stay in 2021:

  • More extensive phone screenings
  • Pre-qualification questions and assessments
  • Video interviews on platforms like Zoom
  • PPE (such as masks) and social distancing for in-person interviews
  • Electronic/paperless onboarding
  • Virtual orientation practices (PowerPoint presentations, training videos, etc.)

Emphasis On Diversity Hiring

One of the trends that popped up over the last year was an emphasis on diversity hiring. In order to stay competitive in the hiring market in 2021, it will be essential to prioritize diversity in hiring and current employees. Companies will be focusing on diversity in their Executive suites, implementing diversity, equity, and include (DEI) taskforces, and diversifying their hiring strategy.

Lower Requirements For Open Jobs

72% of roles today have lower requirements than last January. Employers are lowering expectations for open jobs. Before the pandemic, job requirements have been slowly creeping up to unrealistic standards. “For example, customer service representative jobs used to require three years of experience, and 40% of employers required applicants to have a college degree. Now, they require one to two years of experience, if any, and only 12% of companies require a degree.”

Confidence In Reaching Revenue Goals

In 2020, 38.9% of businesses said their hiring plans did not change as a result of COVID-19, while 20.8% said they hired or more positions than planned. So, as the economy continues to recover this year, hiring managers have more and more optimism that they will be able to reach their 2021 revenue goals. Part of this strategy will include making critical hires that will assist in taking your team to the next level.

Need help with meeting your hiring goals in 2021? Contact our team at Johnson Search Group. We have expertise in up-to-date hiring trends, and we have a proprietary list of qualified candidates in all industries ready to take the next step in their career.